EMPLOYEE SELECTION & RECRUITMENT AS A HR MANAGER by Thamali

 

EMPLOYEE SELECTION & RECRUITMENT AS A HR MANAGER

 

1.     Who is the HR manager?

The person who oversee and coordinate the HR department's daily operations, such as hiring and interviewing employees, administering pay, benefits, and leave, and enforcing business policies and procedures.

 

2.     What is the selection & recruitment?

The process of identifying the need for a job, defining the requirements of the post and the job holder, advertising the position, and selecting the best candidate for the job is known as recruitment and selection. One of management's key goals is to complete this process.

 

Figure 1: Recruitment process

3.     What is the selection process of HR manager?

Preliminary Interview, Applicants Screening, Employment Tests, Selection Interview, and a Few Others are some of the steps included in the HRM selection process. Selection is a time-consuming and exhausting procedure. Before being considered for a job, each candidate must overcome a number of challenges.

 

 

4.     What is the HR role in recruitment process?

An HR recruiter's major task is to find the best candidates for new job openings within the company and to retain them in a professional manner. The HR recruiter's task is to develop and implement new recruitment tactics in order to meet the company's particular requirements.

 

5.     Methods of selection process

Figure 2: Stages of selection process

 

5.1. Application

After uploading organization’s job ad after created it and double-checked it for any problems.Candidates can apply, however the number of applications received, the quality of those who apply, and the diversity of those who apply can all vary significantly.
      Depending on the size of the firm, the type of employment, and the industry, as well as how successful sourcing strategy and employer brand are, the number of candidates might range from zero to thousands. Internal considerations such as pay rates, advancement chances, and benefits such as health insurance have a significant impact.

5.2 Screening & Pre-selection

 

The initial screening of candidates is the second step in the recruitment and selection process.The purpose of the second phase is to limit the number of candidates in the pool from a big number to a manageable number of 3-10 people who can be interviewed. This can occur in a variety of ways.

      Dedicated Pre-selection tools offer assessments such as cognitive testing, job simulations, and other tests that can assist anticipate the quality of a prospective hire. Resume screening is sometimes included in these tools. A job simulation gives you a realistic look at what you'll be doing on the job. This demonstrates both the most pleasurable and exciting aspects of a role as well as the most hard aspects, resulting in a genuine understanding. This helps to align expectations between the company and the employee, resulting in better-fitting hires. Another facet of AI technology's growing importance in the recruitment environment is pre-selection tools.

 

5.3 Interview

The job interview is the most well-known and visible of the three steps in the applicant selection process funnel. A job interview is when an applicant is interviewed by their direct manager or a recruiter (or both) to determine whether they are qualified for the position.
The interview can reveal a person's sociability and verbal fluency. It also allows you to ask the candidate job-related questions and pitch the position to them.
Virtual or in-person interviews are both possible. Many organizations now do a preliminary remote interview, followed by a final in-person interview.

 

5.4 Assessment

In the second step, we briefly covered assessments. The whole assessment is usually more accurate when pre-selection, or screening, is performed to roughly clear out the least appropriate applicants.

 

5.5 References and background check

5.5.1        References check

Reference checks allow HR manager to double-check what a candidate has told and his impressions of them. Inquire about the candidate's references and follow up on them. If you have any doubts about a competency or talent during the interview, the reference check is a great opportunity to get further information from a different perspective.

 

5.5.2        Background check

A background check may be required prior to applying and may be part of the pre-selection process. These checks aid in the identification of individuals who have abused or may abuse their duty of care to vulnerable individuals. However, unless absolutely essential, background checks should be done as late as feasible in the hiring process.

 

5.6 Decision

Selecting the applicant with the most potential for the company this may entail selecting someone who is less qualified at the time, but who is committed to learning and remaining with the company for a longer period of time. To make selection process as fair as possible, manager should employ a data-driven approach when making hiring decisions. In practice, this refers to a set of pre-determined criteria against which each candidate is evaluated during the selection process.

 

5.7 Job offer & contract

At this time, the organization should have all of the information necessary to persuade the candidate to accept the position. This information should have come from the numerous screenings and employment interviews. The candidate is then presented an offer.HR manager draw a contract and have both parties sign it if they accept the offer. The selection procedure is complete only after all parties have signed the employment contract. 

6.     CONCLUSION

An effective recruitment and selection policy not only meets the job needs, but also guarantees that an organization's commitment to equal opportunity for all employees is upheld. Following such a policy will allow to hire the top prospects for the company.

 

7.     REFERENCES

 

 Anon., 2022. SHRM. [Online]Available at: https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/cms_000582.aspx[Accessed 30 APRIL 2022].

Anon., n.d. AIHR-ACADEMY TO INNOVATE HR. [Online]
Available at: https://www.aihr.com/blog/selection-process-practical-guide/#Screening
[Accessed 30 APRIL 2022].